How to Let Your Job Know You’re Ready for Progression

Why wait for management to approach you when you can take the lead? Communicating your ambitions with your manager is a proactive step that can set your career in motion. It’s not just about expressing your interest—it’s about showing initiative and making it clear that you’re invested in growing within the company.

By opening this dialogue, you’re letting management know you’re ready for progression. This could lead to opportunities you weren’t even aware of or help your manager consider you for upcoming roles that align with your goals. It’s also a great way to understand if there’s actual room to grow within your current company.

Sometimes, an honest conversation can reveal that progression isn’t possible where you are. While that might not be the news you were hoping for, it’s valuable information—it frees you to explore other options elsewhere. Being upfront about your ambitions ensures you’re not left waiting in limbo and keeps you actively steering your career in the direction you want.

Here’s how to start the conversation and take charge of your future.

1. Call a Meeting

The first step is to arrange a dedicated meeting with your manager. This shows you’re serious about your development and value their input.

Here’s how to handle it:

• Choose the right moment: Don’t bring this up during a busy period or tack it onto the end of a regular check-in. Instead, request a specific time to discuss your progress and career goals.

• Be upfront about the purpose: When scheduling the meeting, let your manager know you’d like to talk about your career development. This allows them to prepare and ensures the conversation stays focused.

Example: “I’d appreciate the opportunity to schedule a time to discuss my performance and explore potential opportunities for growth within the team. Would next week be convenient for you?”

A strong foundation for this conversation is an honest evaluation of where you stand in your current role.

Asking for feedback demonstrates self-awareness and a willingness to grow:

• Ask specific questions: General questions like “How am I doing?” can lead to vague answers. Instead, ask:

  • “Are there specific strengths I bring to the team that stand out?”

  • “Are there areas where you think I could improve or contribute more effectively?”

• Show openness to feedback: Accept constructive criticism as a chance to grow. Respond with gratitude and a positive attitude, which reinforces your commitment to self-improvement.

This part of the conversation not only helps you gauge how others perceive your performance but also sets the stage for discussing your future.

3. Share Your Goals

Once you’ve addressed your current performance, it’s time to outline your aspirations. Be clear and specific:

• Highlight your interests: If you’re interested in a particular role or responsibility, let them know. For example:

• “I’ve really enjoyed working on [specific project], and I’d like to take on more responsibilities in this area.”

• Explain your motivation: Show how your goals align with the company’s objectives. For example:

• “I’d love to take on a leadership role in the future, as I feel my strengths in [specific area] could help the team achieve [specific outcome].”

This shows that your ambitions are not just about personal gain but also about contributing more effectively to the organisation.

4. Ask About an Action Plan

Ambitions without a plan are just dreams. Collaborate with your manager to create a roadmap for your growth:

• Ask for specifics: Find out what skills, experience, or qualifications are needed to move to the next level. Questions could include:

  • “What would you recommend I focus on to prepare for the next step?”

  • “Are there any training opportunities or certifications that would be beneficial?”

• Discuss measurable steps: Set clear goals with timelines. For example, agree to take on a new project within the next quarter or complete a particular course within six months.

By creating an actionable plan, you’re showing that you’re ready to take responsibility for your progression while being guided by their expertise.

5. Offer to Take on New Responsibilities

Growth often comes from stepping out of your comfort zone. Express your willingness to take on challenges that demonstrate your potential:

• Volunteer for projects: Let your manager know you’re keen to take the lead on initiatives or tackle tasks that stretch your skills.

• Fill existing gaps: If you notice areas where the team could use additional support, offer to contribute. For example:

• “I noticed we’ve been struggling with [specific challenge]. I’d be happy to take on a project to help address this.”

This not only shows initiative but also helps you build the skills and experience needed for your next role.

6. Keep the Conversation Ongoing

Career progression is a journey, not a one-time discussion. Treat this meeting as the beginning of an ongoing dialogue:

• Regular check-ins: Schedule follow-ups every few months to review your progress and adjust the plan as needed.

• Seek feedback frequently: Don’t wait for annual reviews—ask for informal feedback to ensure you’re on the right track.

• Track your progress: Keep a record of your achievements, challenges, and growth so you can showcase your efforts during future conversations.

7. Be Prepared for Any Outcome

While your manager may be supportive, they may not always have the resources or opportunities to offer immediate progression.

If that’s the case:

• Stay professional: Acknowledge their perspective and ask what steps you can take in the meantime to stay on their radar for future opportunities.

• Reassess your goals: If progression within the company isn’t possible, it might be time to explore external options.

8. Show Gratitude

End the conversation on a positive note by thanking your manager for their time and guidance. Let them know you value their input and are committed to contributing to the team’s success.

Example: “Thank you for taking the time to discuss this with me. I’m excited to work on the action plan we’ve outlined and contribute even more to the team’s success.”

By approaching the conversation thoughtfully and collaboratively, you’ll not only demonstrate your readiness for progression but also position yourself as a proactive and dedicated team member. Progression is a partnership—take the first step, and you’ll be well on your way to achieving your career goals.